**1 Year Fixed Term**

The Opportunity

The Recruitment Supervisor is a strategic, execution focused leader who plays a critical role in supporting proactive talent pipelines, building strong teams, and creating trusted partnerships within the business. This role balances big-picture workforce planning with hands-on operational leadership, ensuring recruitment delivery is consistent, disciplined, and aligned to organizational priorities.

We’re looking for a Recruitment Supervisor to lead day-to-day recruitment operations across Alberta Motor Association and Bridgewater Bank while continuing to advance our recruitment function toward a proactive, data-driven, and strategically aligned model. In this role, you’ll coach and develop a high-performing team of recruiters, strengthen relationships with business leaders, and ensure consistent delivery against service levels while continuously improving processes, tools, and candidate experience.

This is a highly visible leadership role that plays a key part in shaping our workforce, supporting business growth, and positioning recruitment as a strategic partner across the organization.

A Place to Belong

AMA isn’t just a workplace, it’s a community. We treat one another like friends and family, grounded in respect, integrity, and collaboration. We’re proud to serve over one million members across Alberta, delivering services they rely on every day.

As part of our team, you’ll enjoy:

• Competitive salary.
• Employee-exclusive discounts on travel, insurance, memberships, and more.
• Ongoing professional development.
• Vacation earnings paid out with each pay period.

How You’ll Make an Impact

• Lead and oversee day-to-day recruitment operations, ensuring consistent delivery against service level targets and business priorities, either through direct recruitment expertise or strong operational leadership and people management skills.
• Translate workforce forecasts, attrition trends, and seasonal hiring patterns into proactive, forward-looking recruitment plans, partnering closely with Talent Scouts and HR stakeholders as needed.
• Ensure proactive talent pipelines are built and maintained by setting clear expectations, priorities, and planning for the team.
• Ensure Talent Scouts are developed, cross trained, and deployed flexibly to meet shifting demand, while translating high level strategy into clear priorities, timelines, and expectations.
• Maintain credibility by staying close enough to the work to understand constraints, risks, and opportunities in real time, monitoring recruitment metrics (i.e. time-to-fill, service levels, quality indicators) and using data to drive prioritization, process improvements, and resourcing decisions.
• Serve as a trusted advisor to business leaders and HR teams by providing insights, recommendations, and practical guidance on recruitment planning, risks, and market considerations.
• Provide leadership oversight for senior-level and complex recruitment, supporting Talent Scouts with decision-making, prioritization, and stakeholder alignment.
• Drive continuous improvement by reviewing candidate experience, hiring manager feedback, and recruitment cycle times, and by reinforcing consistent, scalable practices.
• Oversee recruitment processes, tools, and systems, including accountability for effective use of the applicant tracking system (ATS), with technical expertise supported by subject-matter specialists where required.
• Manage budgets, vendors, events, and agency partnerships, ensuring resources are used effectively and aligned to business values.
• Foster relationships with external stakeholders as needed to support long-term talent strategies.
• Lead the team through change by creating clarity, reinforcing disciplined practices, and maintaining momentum during periods of shifting priorities or transformation.

Who You Are

• A people-focused leader who enjoys coaching, mentoring, and building capability within teams.
• A strategic thinker who can translate high-level goals into clear priorities, plans, and expectations.
• Operationally fluent and comfortable being hands-on, while maintaining a broader strategic view.
• Confident influencing leaders and stakeholders through insight, data, and strong business understanding.
• Comfortable challenging assumptions respectfully, positioning recruitment as a strategic advisor rather than a service function.
• A collaborative partner who builds trust-based relationships across teams and functions, holding people accountable for outcomes while actively removing barriers.

What You Bring to the Table

• A minimum of 7 years of progressive experience in business operations or full-cycle recruitment in a dynamic organization.
• Demonstrated experience leading and developing a team of professionals.
• Proven ability to use data and metrics to inform decisions and improve outcomes.
• Strong knowledge of recruitment strategies, workforce planning, sourcing techniques, and employment market trends is an asset.
• Experience managing systems, processes, policies, and service levels.
• Excellent communication, relationship-building, and stakeholder management skills.
• Proficiency with Microsoft Office.
• Experience using ATS /HRIS platforms and digital recruitment tools is an asset.
• Exposure to AI-powered tools is considered an asset. AMA promotes a culture of innovation, where curiosity is matched with a willingness to adopt and apply emerging technologies. We welcome candidates who actively leverage tools like ChatGPT, Copilot, and similar platforms to drive productivity, efficiency, and smarter ways of working.

Belonging Matters Here

AMA is committed to providing an inclusive, respectful, and accessible environment. If you require accommodation at any point during the recruitment process, please let us know—we’re happy to support you.

WORK MODEL:

In-Office

We thank all applicants for their interest; however, only those selected for an interview will be contacted.